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Download this Document for Free STUDENT DECLARATION I am GARIMA BANSAL student of MBA here by declares that the summer trainingreport titled PERFORMANCE APPRAISAL IN HCL INFOSYSTEM is completedand submitted under the guidance of Mr. Gopal Saraswat is my original work.The imperial finding in this report are based on the data collected by me. This project hassubmitted

to SRM-IMT, Modinagar for the purpose of compliance of requirement thisexamination. GARIMA BANSAL M.B.A. IV SemRoll No. - 35109300511

ACKNOWLEDGEMENT Presenting a summer training project of this type is an arduous task, demanding a lot of time. I cannot in full measure appreciate and acknowledgement the kindness shown andhelp extended by various persons in this endeavor. I will remember all of them withgratitude.My sincere thanks are also due to Dr. N.C. Bansal (H.O.D., Management) & Mr. GopalSaraswat , for their significant help extended for the successful completion of the project.I highly the help I got from them in providing me and lot of information regarding thefunctioning of this organization.I am always beholden to my God, for always being with me and showing me the rightw a y s , m y f a m i l y , f o r a l w a y s d o i n g f a v o r s t o m e a n d m y f r i e n d s a n d c o l l e a g u e s consistently helped with encouragement and criticism throughout the project work, for always lifting my sights to higher vision, raising my personality beyond normal limitationand for realizing me my strengths and potential, as I did

not always welcome her exhortation, try again; you can do better. But this project owes a great deal to it andso do I. GARIMA BANSAL PREFACE 2

Todays market scenario is totally different from what it has been a few years ago. Consumers has a lot of choice for every product because day by day companies arecoming up with their new and innovative products. Later there was limited choicefor most of the products and companies didnt have to put much of the efforts tosell their products. But todays scenario is totally different. Consumers have choice because of availability of varieties and options. We can say todays consumer is themarket ruler. So it is important to know his buying behavior and try to fulfill hisdemand. Companys aim should be customers delight not customers satisfaction.This research was really good learning experience for me. I got opportunity to apply thetheoretical knowledge to practical aspects of selling. What problems can arise andthe way to tackle the difficulty during the sales as smartly as possible.3

INFOSYSTEMS LTD.ernational bandwidth and powerful workflow management software, it is nowdors moving up the value -chain to offer higher end research and analytics lection and an increase in consumer spend due to the significantly higher 7 6 . For over quarter of a century, HCL have developed and implementedn v e n i e n c e t o i t s diverse customers having an equally diverse s e t o f quirements. Be it a large multi -location enterprise, or a small/mediu ma p a b i l i t y t o s e r v i c e t h e n e e d s o f t h e c u s t o m e r . untry either through their R&D or through partnerships w ith the worldC L s e x t e r n a l a n d i n t e r n a l customers, the first time, every time"l initiative and foster activity by allowing individuals freedom of action and ir individual achievements; and help them g ain a sense of satisfaction and L s e x t e r n a l a n d i n t e r n a l customers, the first time, every t i m e . " tomer satisfaction. Its concept of quality addresses people, processes and d F a i l u r e Reporting and Corrective Active Systems ( F R A C A S ) . W e a l s o ocess quality systems. HCLs manufacturing unit at NOIDA was certified e e n undertaken by HCLs employees, whereby p r o c e s s d e f i c i e n c i e s a n d lenecks are identified, and Corrective Action Projects (CAPs) are

undertaken.f o S t r u c t u r e S e r v i c e s a n d a w a r d o f F i r s t P r i z e b y E L C I N A ( E l e c t r o n i c ent Industries Association) for Quality, 2002-03. The ELCINA awardi t e r i o n c o n s i d e r s t w o a s p e c t s . ( 1 ) Enablers (Leadership & Managementp r o v e m e n t ) a n d R e s u l t s ( P r o d u c t Q u a l i t y , C u s t o m e r / S t a k e h o l d e r rosoft, Bull, Toshiba, Nokia, Sun Microsystems, Ericsson, nVIDIA, SAP, nsoft, SCO, EMC, Veritas, Citrix, CISCO, Oracle, Computer Associates, keted calculators and within a few months of starting operations, company wasust 11, 1976 Hindustan Computers Limited was incorporated as a joint e with service offerings spanning the IT Services and Producte r a n g e o f o f f e r i n g s s p a n P r o d u c t Engineering and Technology D e v e l o p m e n t , rations to fulfill its vision statementg e t h e r w e c r e a t e e n t e r p r i s e o f n s t a n t growth, the evolve theme is visible in the m a n y w a y s t h a t H C L fosystems has undergone a metamorphosis into becoming a complete IT e menu of HCL Infosystems global services b r o a d l y c o v e r s I T c o n s u l t i n g a n d pdesks, System Supports and network and Internet Implementation. HCLer, Ministry of Education, Health and National Development, Telecomd A I S C E / U N I X s e r v i c e s and workstation and HP open view n e t w o r k agement solution, Intel for PC and PC server building blocks, Microsoft, d t h e homebuyer. Involved in marketing and d i s t r i b u t i n g n a t i o n a l a n d lans to increase penetration of notebooks in SOHO/SME s e g m e n t s . T h e logies that have emerged as strong

trends and established market standardse c o g n i t i o n t o o l s i n t h e c o u n t r y . ala the Frontline Division is represented by its state franchisee Teamng net economy, IT infrastructure Plays the role of a Powerful ng competitive in todays dynamic business environment means finding new waysuce costs while maximizing the value of your technology and personalcessful your organization will be. Thats why HCL Infosystems helps youo l u t i o n s w h e r e v e r y o u a r e l o c a t e d . . . ke IT possible to save money...WE TELL YOU WHERE as well asp p o r t l o c a t i o n s . Technically sound workforce of over 1700 c e r t i f i e d rld Class Quality standards maintained for PPP (People, Processes & rvices expresses in broad terms, which forms the basis f o r d e v e l o p i n g a ision bearing on various aspects of marketing mix elements. There are e i r f u t u r e products. This is a continuous process, w h i c h i s t a k e n i n t o e its faith in the market, hence weo l i c y i s j u s t t o m e e t m i n i m u m m a r g i n t o h a v e a c o m p e t i t i v e e d g e o v e r t h e ds Windows XP Professional -new BeanStalk Series, where performance is rivaled only with nce of design. Customer gets superior technology and great valuedly and so virtually future-proof. Manufactured at HCLe than 250 Support providers across the country, its widespread network ds Windows XP Professional ds Windows XP Professional v e l o f f r e e d o m a n d functionality to bring you the ultimate in

p e r s o n a l loyees job-related attributes, behaviors and outcomes. The objective is to to e r m i n e h o w productive an employee is and/or to determine i f a n e m p l o y e e s oductivity can be improved. As such, performance appraisals serve an important to be lawful, fair, defensible, valid and reliable.e m a i n a i m of the evaluation is to identify performance g a p s - - w h e n cant benefit of performance appraisals is the opportunities theyees with recognition for their work efforts. The appraisal system provides theformance appraisals identify performance gaps. As such, they provide anividual training and development needs. Performance appraisal discussion may e relevant if attaining the requisite job skills is clearly linked to performancecomes. Consolidated appraisal data can also help form a picture of the overall w e v e r , t h e need to evaluate is also a source of tension, a s e v a l u a t i v e a n d mental priorities appear to clash. Some management experts have argued thatuards such as appropriate design, adequate administrative support,prehensive job analysis / description and training for appraisers, conventional loyees job satisfaction and morale by letting them know that the manager isested in their progress and development. Systematic performance appraisal alsouse performance appraisals as a basis for ther work and identifying areas of performance that may need improvementI R E C T I N D I R E C T icated above, formal appraisal systems are necessary in order to le that usually has several points ranging from "poor" to "excellent". For e, characteristics assessed might

include cooperation, communications ability,i n g a rating scale, the rater provides a subjective evaluation of an employee's e g r e a t e s t advantage of rating scales is that they are s t r u c t u r e d a n d loyee is rated according to the same basic appraisal process. The process tten statement about employees being appraised. The essay describes specific a y s o c i a l a n d p o l i t i c a l games, and they protect their own interests. "No savvynagers loose in the real world, they c o n s c i o u s l y f u d g e t h e n u m b e r s . " W h a t ging motives of appraisers have, at times, a certain plausibility. For instance, a raiser who fudges to hide employee difficulties from senior managers, themately cause more harm to an employee's career n early detection and correction. Organizations might consider the confidential p l o y e e s s h o u l d participate with their supervisors in the c r e a t i o n o f t h e i r o w n aisal as an isolated event rather than an ongoing process. Employees generally nt mini-appraisals and feedback sessions will help ensure that employeesisors complain they don't have the time to provide this sort of ongoing feedback. s is hardly likely. What supervisors really mean when they say this is that the ris & Mitchell have reported a disruptive bias in performance appraisalee strives, there past appraisal records will prejudice their future attempts tov e n a f a i r c h a n c e to improve. A study of supervisors in nearly 4 0 d i f f e r e n t oupers are subordinates who seem to be favored by their supervisors. I n t h e i r nentlyect is therefore similar to the horns and halo effect; supervisors tend to judge e e d . O f

course, not everyone who gets a poor appraisal r e s u l t i s a v i c t i m o f -group distinction. The effects discussed here are tendencies, not immutablefere with their performancee special efforts to help poor performers improve. Supervisory appraisals, for e, might stress the importance of working with poor performers to upgrade their r f o r m a n c e a p p r a i s a l r e s u l t s s h o u l d n o t become a permanent part of an e w y e a r s . Employees should have the chance to make a new impression.a ) % ( b ) % ( c ) % ( d ) % N I L T o t a l p e r s o n s 0 1 0 0 0 0 1 0 0 5 1 5 5 5 0 1 0 0 4 6 0 4 2 0 1 0 0 5 8 5 0 0 0 1 0 0 0 3 0 1 0 8 2 1 0 0 5 5 0 0 0 1 0 0 5 2 8 2 3 2 1 0

0 0 0 0 0 0 0 8 2 0 0 0 0 2 0 1 0 0 1 0 0 1 2 1 0 5 0 0 0 0 0 1 0

8 1 2 0 1 2 0 0 1 0 1 0 0 4 0 0 2 0 0 1 1 0 5 0 0 1 0 0 0 1 0 0 1 3 0 0 0 0 1 1 5 0 1 1 0 1 5 1 1 0 6 1 1 0 1 2

3 1 0 0 0 2

0 0 0 4 0 2 2 1 2 1 0 0 0 4 0 0 0 a )

% ( b ) % ( c ) % N I L T o t a l p e r s o n s 0 0 0 0 1 0 0 0 1 0 0 0 0 0 1 0 0 0 1 0 0 0 0 0 1 0 0 0 0 1 0 8 1 1 0 2 1 0 0 0 1 5 0 0 0 3 0 0 8 1 0 0 2 0 0 1 0 5 3 0 0 1 0

% ( d ) 2 0 0 2 0 1 0 7 0 5 0 0 0 0 0 0 0 0 2 5 1 0 1 2 0 0 0 0 5 0 0

ding

to 75% the current P.A. System is two tire System ,according 15%on No. 02on No. 04icers agree that task Setting provides objectively in appraisingormance less than 30% of the officers are not fully agree with the statementcers are says yes for completing Quarterly Task setting in timeeason its not completed in time, such cases; lack of seriousness &on No. 05on No. 06are says that appraiser and appraisee should be responsibley and reducing biasness the Performance Appraisal system ,10%appraiser & appraisee and peer & 10% says appraiser & appraisee and peer &are agree that skill possessed by an officers vary ,30%han 15% are not agree with its.on No. 09on No. 10are agree that feedback is beneficial for improving their y agree with this and 10% are neutral.on No. 11on No. 14s are accepts the existing PAR system ensure dues are completely agree that the existing PAR system isemployee and 25% are partially agree,10%on No. 152 % 1 on No. 17on No. 18ng is done by time bound and 50% are notssment even by peer, subordinates & customers 360 degree PA systemd in order to make PAR system more focused, rather thant based performance & measurements (six sigma in work place & on personalation & vision statement will interweavn them; strategy, transformation & ser equally awakened. This will also help in making the existing PAR systems t e m s h o u l d b e c h a n g e d because jobs or tasks except regular work cant b e gestion are some times ignored by higher authorities. As IA is dealing with ary step in fulfilling Appraisee request regarding training, jobtors. The role of facilitator has a high demand on individual tot i n u o u s l e a r n e r , i . e . t h e r e i s a t r a n s i t i o n

from.owner.is section but if the appraisee have fair better than usual it s h o u l d a l s o b e rater Feedback Mechanism. Regular feedback must be given to employees.degree appraisal is an excellent means of providing feedback to employeesors, subordinates & colleagues. This encourages quality consciousness,e c t i v e s o f H R D . Training should be base on an assessment of the needs of lps in identifying directions in w h i c h i n d i v i d u a l s h o u l d b e t r a i n e d & er an individual is sponsored for training he should be told categorically theh a u t o m a t e d s y s t e m s a r e v e r y handy in case of 360-degree performance e you aware with the current Performance Appraisal system of HCL .a ) y e s ( b ) N o e current Performance Appraisal system is?a ) T w o t i r e s y s t e m ( b ) T h r e e t i r e s y s t e m c ) F o u r t i r e s y s t e m ( d ) N o n e a w a r e .Two tire system Consist Of a ) A p p r a i s e e & A p p r a i s e r ( b ) I r & R a c ) H o d & G m ( d ) I m m e d i a t e rf ormance Appraisal Of Employee Is Assessed Bya ) P o i n t s y s t e m ( b ) M a r k s y s t e m c ) G r a d e s y s t e m ( d ) N o t a w a r e sk setting by appraisee and

appraiser provides objective while appraising thea ) A g r e e ( b ) p a r t i a l l y a g r e e c ) N e u t r a l ( d ) d i s a g r e e ether the quarterly task setting assignment completed by the 15a ) Y e s ( b ) N o lf Appraisal System proves to be effective while appraising the appraiseea ) A g r e e ( b ) P a r t i a l l y a g r e e c ) N e u t r a l ( d ) D i s a g r e e o in your opinion should be the responsible for ensuring objectivity anda ) A p p r a i s e r a n d Appraisee.b)Appraiser, Appraisee & p e e r . )Appraiser, Appraisee, peer, & s u b o r d i n a t e s . ill possessed by an Appraiser vary as the moves from one grade to another.a ) A g r e e ( b ) P a r t i a l l y a g r e e c ) N e u t r a l ( d ) D i s a g r e e you getting regular feed back on your performance from your Appraisal?a ) Y e s ( b ) N o ed back is beneficial for improving your performancea ) A g r e e ( b ) P a r t i a l l y a g r e e c ) N e u t r a l ( d ) D i s a g r e e rent Performance Appraisal system is an effective tool for

evaluating thea ) A g r e e ( b ) P a r t i a l l y a g r e e d ) N e u t r a l ( d ) D i s a g r e e s current Performance Appraisal system reflect the training need of ana ) Y e s ( b ) N o t is your opinion is the relevance Performance Appraisal system? e c i d i n g promotion(b)Deciding incentives) Training & development (d)programme S u c c e s s i o n p l a n n i n g existing Performance Appraisal system ensures due recognition talenteda ) A g r e e ( b ) P a r t i a l l y a g r e e c ) N e u t r a l ( d ) D i s a g r e e ou think that existing Performance Appraisal system is help full ina ) A g r e e ( b ) P a r t i a l l y a g r e e d)Neutral ( d ) D i s a g r e e you satisfied with the current Performance Appraisal systema ) Y e s ( b ) N o .Would you say management is responsible to your a ) I n n o v a t i v e n e s s ( b ) P e r s o n a l p r o b l e m c)Official problem ( d ) C a r e e r a s p i r a t i o n -& Deep Publication Pvt. Ltd. Year -2005.Publishing House Delhi Year -1997 http://www.bel-

india.com/http://www.googal.com/Performance Appraisal in Hcl Info System Download this Document for FreePrintMobileCollectionsReport Document This is a private document. Info and Rating

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